Content uploaded by Rebecca Lutte
Author content
All content in this area was uploaded by Rebecca Lutte on Dec 14, 2021
Content may be subject to copyright.
UNIVERSITY OF NEBRASKA AT OMAHA
AVIATION INSTITUTE
2021
Edition
W
o
m
e
n
i
n
A
v
i
a
t
i
o
n
:
A
W
o
r
k
f
o
r
c
e
R
e
p
o
r
t
Rebecca K. Lutte, Ph.D.
2
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AUTHOR
Dr. Rebecca (Becky) K. Lutte, associate professor, University of Nebraska at Omaha Aviation Institute
ACKNOWLEDGMENTS
CONTRIBUTING RESEARCHERS
Wei-Jie Liao, Ph.D. candidate, University of Nebraska at Omaha
Yan Yin (Michelle) Lo, graduate assistant, University of Nebraska at Omaha
GRAPHIC DESIGNER
Tara Grell, graphic designer, University of Nebraska at Omaha Center for Public Affairs Research
IN COOPERATION WITH WOMEN IN AVIATION INTERNATIONAL
THIS REPORT IS PARTIALLY SUPPORTED BY THE NASA NEBRASKA SPACE GRANT.
© 2021, Aviation Institute, University of Nebraska at Omaha
3
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
TABLE OF CONTENTS
Introduction.............................................4
Summary of Results ......................................4
Call for Additional Data...................................5
Call for Action ...........................................6
Summary Data ..........................................6
Workforce Areas .........................................9
Professional Pilots.................................9
Remote Pilots ...................................16
Maintenance Technician ..........................16
Senior Leadership................................19
Aerospace Engineers .............................20
Air Traffic Controllers .............................21
Dispatchers.....................................23
Flight Attendants ................................23
Airport Management .............................25
Aviation Higher Education.........................26
Aviation Government Organizations ................27
Appendix: Methodology ..................................28
References .............................................29
4
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
INTRODUCTION
Women remain significantly underrepresented in most fields in aviation. Creating a diverse aviation workforce
is essential for enhanced safety, increased innovation, greater profitability, and meeting the workforce demand
of the aviation industry. The primary purpose of this report is to provide a comprehensive review of data
available on the number of women in a variety of fields in aviation. This 2021 edition of the Women in Aviation
Workforce Report builds on the previous edition published in 2019 (Lutte, 2019). The goal is to update the
data and track changes to determine progress made. What is clear is that little progress is being made in
significantly increasing the representation of women in aviation. As an addition to the report this year, data on
underrepresented groups based on race/ethnicity have been included when available.
SUMMARY OF RESULTS
The results of the report reveal that women make up less than 20% of most aviation occupations and the
areas with the largest gender gaps continue to be pilots, maintenance technicians, and senior leadership
positions. By comparison, women represent 47% of the total US workforce (Bureau of Labor Statistics [BLS],
2020). Figure 1 provides an overall breakdown of the results of the report. The areas of largest gender gap
include aviation executives (3%), airline pilots (5%), and maintenance technicians (2.6%). A primary concern
is the lack of significant change in the representation of women in aviation over time, as noted in Figures 2, 3,
and Table 1. The result is a flatline effect. While it is encouraging that the total number of women certificate
holders have increased over the last 60 years (Table 1), the representation of women as a percentage of the
total has experienced only minor change. Over a span of 60 years, the percentage of women commercial
pilots has changed at a rate of about 1% a decade and mechanics have increased at about half that rate.
Examining annual data (Figure 2) reveals that over the last 15 years women in aviation have experienced
inconsequential growth in areas such as private pilots (.7%), commercial pilots (1.4%), airline transport pilots
(1.1%), certified flight instructors (CFIs) (.6%), air traffic controllers (1.3%) and maintenance technicians (.7%).
This is particularly concerning given that commercial pilots and CFIs are the pipeline to the professional pilot
workforce. Additionally, it should be noted that women student pilots (14%) are not converting at high rates to
private pilots (7%).
Numerous studies have revealed factors that contribute to the underrepresentation of women in aviation
(Oliver Wyman & International Aviation Womens Association [IAWA], 2021; Korn Ferry, 2020; Lutte, 2020;
United States Air Force, 2021; Weziak-Bialowolska et al., 2020; Gorlin & Bridges, 2021; Stevenson et al.,
2021).
The key factors that contribute to the underrepresentation of women in aviation include:
• Negative workplace culture to include implicit bias, discrimination, and sexual harassment
• Challenging work/life/family balance
• Lack of women in leadership positions
• Need for leadership commitment to diversity and inclusion
• Need for increased youth outreach
Negative workplace culture to include bias, discrimination, and sexual harassment is a clear deterrent to the
ability to recruit, retain, and advance women in aviation. The evidence is strong and overwhelming; to effect
any real change in the representation and advancement of women in aviation requires culture change. If the
industry does not maintain a work environment that reflects respect for all, the lack of a diverse workforce
5
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
and the resulting loss of benefits from contributions of a diverse workforce will continue. As noted in the
recent Liftoff to Leadership report (Oliver Wyman & IAWA, 2021) “until aviation addresses the full range of
barriers that are keeping women from succeeding, the industry not only will be at a disadvantage in the battle
for talent, but its ability to survive, thrive, and manage risk will be in jeopardy” (p.3). Increasing the number
of women in senior leadership positions is key to addressing culture change and enhancing the numbers of
women in aviation.
Work/life/family balance challenges are a significant barrier that disproportionality effects women in aviation.
Contributing is the “double shift” of housework and caregiving that women experience. Mothers, for example
are “1.5 times more likely than fathers to be spending an extra three or more hours a day on housework and
childcare – equivalent to 20 hours a week, or half a full time job” (McKinsey & Company, 2020, p.18).
A focus on retention should be a priority. As an industry, we can’t increase representation if we can’t retain the
talent that already exists within our organizations. Of women surveyed in one aviation leadership study, 59%
of women reported they have considered leaving aviation (Oliver Wyman & IAWA, 2021, p. 11). “Women are
more likely to consider leaving the industry than men and to be pushed out by negative experiences, rather
than pulled away by new opportunities” (Oliver Wyman & IAWA, 2021, p.5).
COVID-19 continues to have a negative effect on women in the workplace in the US with women leaving
the workforce at higher rates than men. An estimated 1 in 4 women are considering downshifting or
leaving (McKinsey & Company, 2020). The result is a regressive effect on gender equality in the workplace
(Madgavkar et al., 2020). The COVID-19 impact on women in the workforce may further set back the efforts
to increase representation of women in aviation.
Continued outreach is essential to attract members of underrepresented groups to aviation. Evidence shows
that outreach should start at an early age with 10 and younger being a key targeted age group (Lutte, 2021).
Outreach should also include a “see it to be it” element and incorporate members of underrepresented
groups. Providing next steps to sustain the momentum created through youth outreach is an essential element.
Examples of excellent programs targeted at underrepresented groups include Women in Aviation, International
Girls in Aviation Day and the numerous programs at the Organization of Black Aerospace Professionals
including Girls Launch.
This report also shows the underrepresentation of racial/ethnically diverse groups in aviation. While limited
data sources exist for race/ethnicity in the aviation workforce, the primary data source used for this report
was Bureau of Labor Statistics (BLS) when available by aviation occupations. The data show the significant
gaps on race/ethnicity in the aviation workforce (Table 2) . For example, airline/commercial pilots are 94%
white, 3.4% black or African American, 2.2% Asian, and 5% Hispanic or Latino. By comparison, the total US
workforce is 78% white, 12.1% black or African American, 6.4% Asian, and 17.6% Hispanic or Latino (BLS,
2020).
CALL FOR ADDITIONAL DATA
There continues to be insufficient data on the number of women and underrepresented groups in the
aviation workforce. Enhanced data availability should be a priority to 1) identify the current numbers of
members of underrepresented groups in aviation, 2) identify trends in the workforce and 3) evaluate whether
resources and programs dedicated to increasing the number of underrepresented groups are working. While
information for women in aviation is available for some segments of the industry, through the Federal Aviation
Administration (FAA) US civil airmen certificates as an example, the data is incomplete, and it remains a
challenge to get a baseline of information in many segments of the industry. The FAA civil airmen certificates
database does not provide race/ethnicity statistics. Not only should that information be added, but it is also
6
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
important to be able to further breakdown the data by gender and race/ethnicity. One of the few sources
to identify aviation workforce by race/ethnicity and gender is the air traffic controller workforce data in the
Department of Transportation (DOT) publicly available workforce database (DOT, 2021).
Industry is increasingly providing diversity data in a transparent and public way. A best practice example is the
Boeing Diversity, Equity, and Inclusion report available online (Boeing, 2021). The report presents diversity in
workforce data but also importantly presents workforce data by occupational area, essential to track gender
gaps at senior leadership positions.
CALL FOR ACTION
Outreach, recruitment, retention, and advancement efforts targeted at underrepresented groups in all areas
of aviation remain essential for further developing the aviation workforce. The results reveal specific areas
that urgently require additional emphasis include pilots, maintenance technicians, aerospace engineers,
dispatchers, airport managers, air traffic controllers, and a continued focus on the need for women in aviation
leadership positions. For the industry to gain the benefits of broad representation in the aviation workforce
and meet the workforce needs of the future, we simply must address the identified barriers and create the
change.
SUMMARY DATA
Figure 1
Percent Women in the Aviation Workforce
21% >
79.2% Flight Attendants
11% - 20%
11.6% Aerospace Engineers
15.6% Aviation Higher Education Faculty
16.7% Airport Managers
16.8% Air Traffic Controllers
19.7% Dispatchers
< 10%
2.6% Maintenance Technicians
3.0% Aviation Organization CEOs
4.6% Air Transport Pilots
7
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Figure 2
Women in the Aviation Workforce Timeline
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Percent Aviation Certificates/Classifications Held by Women
ATC Private Commercial Flight Instructor Airline Transport Mechanic
2005 2020
15.52%
16.83%
Percent Aviation Certificates/Classifications Held by Women
ATC
6.35% 7.03%
Percent Aviation Certificates/Classifications Held by Women
Private
6.06%
7.44%
Percent Aviation Certificates/Classifications Held by Women
Commercial
6.70% 7.31%
Percent Aviation Certificates/Classifications Held by Women
Flight Instructor
3.53%
4.60%
Percent Aviation Certificates/Classifications Held by Women
Airline Transport
1.92% 2.57%
Percent Aviation Certificates/Classifications Held by Women
Mechanic
Note. Data obtained from DOT 2021 & FAA 2021
Figure 3
Women in Aviation: Historical Data 1960 – 2020
2.47%
7.03%
0.82%
7.44%
0.14%
4.60%
1.35%
7.31%
0.10%
2.57%
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
1960 1970 1980 1990 2000 2010 2020
Historical Data Women in Aviation
Private Commercial ATP CFI Mechanic
2.47%
7.03%
0.82%
7.44%
0.14%
4.60%
1.35%
7.31%
0.10%
2.57%
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
1960 1970 1980 1990 2000 2010 2020
Historical Data Women in Aviation
Private Commercial ATP CFI Mechanic
Note. Data obtained from FAA (2021) and archive FAA data.
8
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Table 1
Women in Aviation: Historical Data 1960 - 2020
Historical Data Women FAA Certificate Holders
(Total number of women certificate holders, % of total certificate holders who are women)
Private Commercial ATP Flight Instructor Mechanic
1960 3,425 2.5% 738 0.8% 25 0.1% 425 1.4% 110 0.1%
1970 11,409 3.8% 1,897 1.0% 79 0.2% 589 1.6% 302 0.2%
1980 21,554 6.0% 3,993 2.2% 480 0.7% 2,079 3.4% 890 0.4%
1990 17,301 5.8% 5,210 3.5% 2,082 1.9% 3,239 5.1% 3,333 1.0%
2000 14,544 5.8% 5,807 4.8% 4,411 3.1% 5,193 6.4% 5,047 1.5%
2010 13,566 6.7% 8,175 6.6% 5,580 3.9% 6,359 6.6% 7,215 2.2%
2020 11,316 7.0% 7,724 7.4% 7,549 4.6% 8,592 7.3% 7,860 2.6%
Note. Data obtained from FAA (2021) and archive FAA data.
Table 2
2020 Aviation Workforce: Underrepresented Groups
Occupation Total
Employed
% White % Black or
African
American
% Asian % Hispanic
or Latino
Pilots 155,000 94% 3.4% 2.2% 5%
Aircraft Mechanics and
Service Technicians
153,000 84.3% 10.8% 3.2% 23%
Aerospace Engineers 129,000 83.3% 6.8% 9.1% 10.5%
Flight Attendants 81,000 65% 19.3% 10.6% 10.3%
Air Traffic Controllers 18,082 77.9% 7.2% 3.6% 9.2%
Note. Pilots, aircraft mechanics, aerospace engineers, and flight attendant data obtained from BLS (2020). For BLS data, estimates
for the above race groups (White, Black or African American, and Asian) do not sum to totals because data are not presented for all
races. Persons whose ethnicity is identified as Hispanic or Latino may be of any race. ATC data obtained from DOT (2021).
9
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
WORKFORCE AREAS
PROFESSIONAL PILOTS
FEDERAL AVIATION ADMINISTRATION CIVIL AIRMEN CERTIFICATES DATA
One of the most cited sources for pilot statistics is the FAA US civil airmen certificates database. The following
tables and figures depict FAA data on active airmen certificate holders (FAA, 2021).
Table 3
2020 Women Pilot Certificate Holders
FAA Certificate Total Women % Women
Total Pilots 691,691 58,541 8.5%
Student 222,629 31,687 14.2%
Private 160,860 11,316 7.0%
Commercial 103,879 7,724 7.4%
Airline Transport 164,193 7,549 4.6%
Flight Instructor 117,558 8,592 7.3%
Note. Data obtained from FAA (2021)
Figure 4
Percentage of Total Pilot Certificates Held by Women: 2005 - 2020
5.00%
5.50%
6.00%
6.50%
7.00%
7.50%
8.00%
8.50%
9.00%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Percentage of Total Pilot Certificates Held by Women
Note. Data obtained from FAA (2021)
10
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Figure 5
Comparison of Total Pilot Certificates Held by Gender: 2005 - 2020
0
100,000
200,000
300,000
400,000
500,000
600,000
700,000
800,000
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Number of Pilots
Total Pilot Certificates Held by Gender
Women Men
36,584
36,101
35,784
37,981
36,808
42,218
41,316
40,621
39,621
39,322
39,287
39,187
42,694
46,463
52,740
58,541
573,153
561,008
554,565
575,765
557,477
585,370
575,812
569,955
559,465
554,177
550,752
545,175
566,612
586,854
611,825
633,150
0 100,000 200,000 300,000 400,000 500,000 600,000 700,000
800,000
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
2019
2020
TOTAL PILOT CERTIFICATES HELD BY GENDER
Women Men
Note. Data obtained from FAA (2021)
11
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Figure 6
Men Pilots Age Demographics
0
10,000
20,000
30,000
40,000
50,000
60,000
70,000
80,000
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Men Pilots Age Demographics
Total Student Private Commercial Airline Transport CFI
0
10,000
20,000
30,000
40,000
50,000
60,000
70,000
80,000
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Men Pilots Age Demographics
Total Student Private Commercial Airline Transport CFI
Note. Data obtained from FAA (2021)
Figure 7
Women Pilots Age Demographics
0
2,000
4,000
6,000
8,000
10,000
12,000
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Women Pilots Age Demographics
Total Student Private Commercial Airline Transport CFI
0
2,000
4,000
6,000
8,000
10,000
12,000
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Women Pilots Age Demographics
Total Student Private Commercial Airline Transport CFI
Note. Data obtained from FAA (2021)
12
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
BUREAU OF LABOR STATISTICS DATA
When using the Bureau of Labor Statistics, one should note there are several categories for professional pilot.
The overall category, Aircraft Pilots and Flight Engineers (BLS number 53-2010) includes two occupations,
Airline Pilots, Copilots, and Flight Engineers (BLS number 53-2011) and Commercial Pilots (53-2012). Figure 8
depicts the categories. The BLS definitions for the occupations are included below:
• 53-2010 Aircraft Pilots and Flight Engineers
• This broad occupation includes the following two detailed occupations:
◊ 53-2011 Airline Pilots, Copilots, and Flight Engineers
◊ 53-2012 Commercial Pilots
• 53-2011 Airline Pilots, Copilots, and Flight Engineers
◊ Pilot and navigate the flight of fixed-wing aircraft, usually on scheduled air carrier routes, for the
transport of passengers and cargo. Requires Federal Air Transport certificate and rating for specific
aircraft type used. Includes regional, national, and international airline pilots and flight instructors
of airline pilots. Excludes “Electro- Mechanical and Mechatronics Technologists and Technicians” (17-
3024).
◊Illustrative examples: Airline Captain, Airline Pilot in Command, Charter Pilot (Air Transport Pilot
Certificate Required), Charter Pilot (Airline)
• 53-2012 Commercial Pilots
◊ Pilot and navigate the flight of fixed-wing aircraft on nonscheduled air carrier routes, or helicopters.
Requires Commercial Pilot certificate. Includes charter pilots with similar certification, and air
ambulance and air tour pilots. Excludes regional, national, and international airline pilots. Excludes
“Electro-Mechanical and Mechatronics Technologists and Technicians” (17-3024).
◊Illustrative examples: Aerial Crop Duster, Charter Pilot (Commercial Pilot Certificate Required), Flight
Instructor (Commercial Pilots), Helicopter Pilot
• (Office of Management and Budget [OMB], 2018, pp. 202 – 203)
Figure 8
BLS Occupational Categories: Pilots
Aircraft Pilots and
Flight Engineers
53-2010
Airline Pilots, Copilots,
and Flight Engineers
53-2011
Commercial Pilots
53-2012
Notes. Data obtained from Office of Management and Budget [OMB] , 2018, p.202 – 203)
13
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
The BLS provides demographic characteristics of the labor force through the Current Population Survey (CPS)
data. The CPS is a “monthly survey of households conducted by the Bureau of Census for the Bureau of Labor
Statistics” (BLS, n.d.). The CPS includes occupational data by gender and race/ethnicity.
2020 Aircraft Pilots and Flight Engineers Percent Women
155,000 5.6%
Total Aircraft Pilots
and Flight Engineers
Women Aircraft Pilots
and Flight Engineers
Note. Data obtained from BLS CPS (2020) .
2020 Aircraft Pilots and Flight Engineers by Race/Ethnicity
94.0%
White
3.4%
Black or
African
American
2.2%
Asian
5.0%
Hispanic or
Latino
Note. Data obtained from BLS CPS (2020) . Estimates for the above race groups (White, Black or African American, and Asian) do not sum
to totals because data are not presented for all races. Persons whose ethnicity is identified as Hispanic or Latino may be of any race.
14
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
INTERNATIONAL SOCIETY OF WOMEN AIRLINE PILOTS DATA
As an additional indicator of women pilot data, the International Society of Women Airline Pilots (ISWAP) also
provides a graph (Figure 9) of major airlines with the most female pilots.
Figure 9
Major Airlines with the Most Female Pilots
12.7%
9.9%
9.3%
7.7%
6.9%
6.9%
6.6%
6.4%
6.4%
5.9%
5.4%
5.0%
4.7%
4.5%
4.3%
2.4%
2.2%
2.2%
1.3%
0.4%
Note. Data obtained from ISWAP (2021).
5.8%
SHARE OF THE WORLD’S
PILOTS THAT ARE FEMALE
15
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AIR LINE PILOTS ASSOCIATION, INTERNATIONAL (ALPA) DATA
To obtain data on the number of female captains at US airlines, data was obtained directly from ALPA.
5.7% of total US ALPA airline pilots are women.
3.6% of total US ALPA captains are women.
1.6% of total US ALPA pilots are women captains.
Figure 10
2021 US ALPA Airline Pilots
55,804
3,196
24,897
888
Total
Pilots
Female
Pilots
Total
Captains
Female
Captains
Note. Data obtained from Air Line Pilots Association, International, 2021
16
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
REMOTE PILOTS
FAA DATA
2020 FAA Certificate Held Remote Pilots
206,322 14,882 / 7.2%
Total Remote Pilots Women Remote Pilots
Note. Data obtained from FAA (2021).
MAINTENANCE TECHNICIAN
FAA DATA
2020 FAA Certificate Held Mechanics
306,301 7,860 / 2.6%
Total Mechanics Women Mechanics
Note. Data obtained from FAA (2021).
17
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Figure 11
Percentage of Mechanic Certificates Held by Women: 2005 – 2020
2005 2020
1.92%
2.57%
Percentage of Total Mechanic Certificates Held by Women
Note. Data obtained from FAA (2021).
Figure 12
Comparison of Total Active Mechanic Certificates Held by Gender: 2005 - 2020
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
400,000
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Total Mechanic Certificates Held by Gender
Women Men
6,152
6,345
6,524
6,740
6,980
7,215
7,487
7,729
7,917
8,151
8,419
6,536
6,855
7,133
7,573
7,860
314,141
316,752
316,328
319,536
322,047
324,774
327,944
330,046
330,927
333,258
334,109
272,899
279,413
284,869
293,514
298,441
050,000 100,000 150,000 200,000 250,000 300,000 350,000
400,000
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
2018
2019
2020
Total Mechanic Certificates Held by Gender
Women Men
Note. Data obtained from FAA (2021)
18
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
BUREAU OF LABOR STATISTICS DATA
Aircraft Mechanics and Service Technicians (49-3011): Diagnose, adjust, repair, or overhaul aircraft engines
and assemblies, such as hydraulic and pneumatic systems. Excludes “Avionics Technicians” (49-2091) .
Illustrative examples: Aircraft Engine Specialist, Airframe Mechanic, Flight Test Mechanic, Helicopter Engine
Mechanic (OMB, 2018, p.174)
2020 Employed Aircraft Mechanics and Service Technicians
153,000 5.4%
Total Aircraft Mechanics
and Service Technicians
Women Aircraft Mechanics
and Service Technicians
Note. Data obtained from BLS (2020) .
2020 Employed Aircraft Mechanics and Service Technicians by Race/Ethnicity
84.3%
White
10.8%
Black or
African
American
3.2%
Asian
23.0%
Hispanic or
Latino
Note. Data obtained from BLS (2020) . Estimates for the above race groups (White, Black or African American, and Asian) do not sum to
totals because data are not presented for all races. Persons whose ethnicity is identified as Hispanic or Latino may be of any race.
19
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
SENIOR LEADERSHIP
In the top 100 aviation organizations worldwide:
• Women account for 14% of C suite roles
• Women account for 3% of CEOs
• (Oliver Wyman & IAWA, 2021)
Figure 13
Women in Leadership Positions at Airlines
0
20
40
60
80
100
120
CEO CFO COO CCO CIO HR Director
Gender Split in select senior roles at top 100
passenger airlines in 2020
Men Women
97% 85% 96% 87% 87%
63%
3% 15% 4% 13% 13%
37%
0%
20%
40%
60%
80%
100%
120%
CEO CFO COO CCO CIO HR Director
Gender Split in select senior roles at top 100
passenger airlines in 2020
Men Women
Note. Data obtained from Harper (2020).
20
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AEROSPACE ENGINEERS
BUREAU OF LABOR STATISTICS DATA
Aerospace Engineers (17-2011): Perform engineering duties
in designing, constructing, and testing aircraft, missiles, and
spacecraft. May conduct basic and applied research to evaluate
adaptability of materials and equipment to aircraft design and
manufacture. May recommend improvements in testing equipment
and techniques. Illustrative examples: Aeronautical Engineer,
Aircraft Design Engineer, Flight Test Engineer (OMB, 2018, p.54)
2020 Employed Aerospace Engineers
129,000 11.6%
Total Aerospace Engineers Women Aerospace Engineers
Note. Data obtained from BLS (2020) .
2020 Employed Aerospace Engineers by Race/Ethnicity
83.3%
White
6.8%
Black or
African
American
9.1%
Asian
10.5%
Hispanic or
Latino
Note. Data obtained from BLS (2020) . Estimates for the above race groups (White, Black or African American, and Asian) do not sum to
totals because data are not presented for all races. Persons whose ethnicity is identified as Hispanic or Latino may be of any race.
21
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AIR TRAFFIC CONTROLLERS
Air traffic controller data is publicly available through the US Department of Transportation (DOT) Workforce
Statistics Archive (DOT, 2021). For the following data, annual onboard statistics database was used. The data
for Series 2152, permanent FAA employees was the source. The database allows for breakdown of the data by
race/ethnicity and gender.
2020 Air Traffic Controllers
18,082 3,043 / 16.8%
Total Air Traffic
Controllers
Women Air Traffic
Controllers
Note. Data obtained from DOT.
2020 Air Traffic Controllers by Race/Ethnicity
77.9%
White
7.2%
Black or
African
American
3.6%
Asian
9.2%
Hispanic or
Latino
Note. Data obtained from DOT.
22
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
Figure 14
Percentage of Women Air Traffic Controllers: 2005 - 2020
2005 2020
15.52%
16.83%
Percentage of Women Air Traffic Controllers
Note. Data obtained from DOT.
Figure 15
Air Traffic Controllers by Race/Ethnicity: 2005 - 2020
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
22%
24%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Air Traffic Controllers: Race/Ethnicity
American Indian Asian Black/African American Hispanic/Latino Native Hawaiian Two or more
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
22%
24%
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
Air Traffic Controllers: Race/Ethnicity
American Indian Asian Black/African American Hispanic/Latino Native Hawaiian Two or more
Note. Data obtained from DOT.
23
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
DISPATCHERS
FAA DATA
2020 FAA Certificate Held Dispatchers
23,286 4,586 / 19.7%
Total Dispatchers Women Dispatchers
Note. Data obtained from FAA (2021).
FLIGHT ATTENDANTS
FAA DATA
2020 FAA Certificate Held Flight Attendants
248,742 196,902 / 79.2%
Total
Flight Attendants
Women
Flight Attendants
Note. Data obtained from FAA (2021).
24
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
BUREAU OF LABOR STATISTICS DATA
Flight Attendants (53-2031): Monitor safety of the aircraft cabin. Provide services to airline passengers,
explain safety information, serve food and beverages, and respond to emergency incidents. Illustrative
examples: Airline Flight Attendant, Airplane Flight Attendant (OMB, 2018, p. 203)
2020 Flight Attendants
81,000 79.7%
Total Flight Attendants Women Flight Attendants
Note. Data obtained from BLS (2020) .
2020 Flight Attendants by Race/Ethnicity
65.0%
White
19.3%
Black or
African
American
10.6%
Asian
10.3%
Hispanic or
Latino
Note. Data obtained from BLS (2020) . Estimates for the above race groups (White, Black or African American, and Asian) do not sum to
totals because data are not presented for all races. Persons whose ethnicity is identified as Hispanic or Latino may be of any race.
Figure 16
Percentage of Women Flight Attendants: 2005 – 2020
2005 2020
80.5% 79.2%
Percentage of Women Flight Attendants
Note. Data obtained from FAA.
25
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AIRPORT MANAGEMENT
To obtain data on airport managers, the American Association of Airport Executives (AAAE) was contacted.
The organization is the largest professional organization for airport executives (American Association of
Airport Executives, 2021). A request was made for the number of women who hold the Accredited Airport
Executive (A.A.E.) designation, a defining credential for airport managers.
2021 Airport Managers
478 80 / 16.7%
Total Active Accredited
Executives (A.A.E.)
Women Active Accredited
Executives (A.A.E.)
Note. Data obtained from AAAE and B. deMoraes, personal communication.
2021 (B. deMoraes, personal communication, April 21, 2021)
26
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AVIATION HIGHER EDUCATION
The following data is based on surveys of faculty at aviation collegiate programs conducted by the University
Aviation Association.
Table 4
UAA Survey Women in aviation higher education
Total Responses Women
2021 Survey: Collegiate aviation faculty 77 12 (15.6%)
2017 Survey: Collegiate aviation faculty 77 11 (14.3%)
Note. Data obtained from UAA, Prather, personal communication.
2021 (Prather, personal communication, May 27, 2021).
For comparison, data from the studies conducted by Ison (2010) and Luedtke (2019), which contain a broader
population of faculty are included below.
Table 5
2018 Women in aviation higher education
Total Women
Collegiate aviation faculty 818 170 (20.8%)
Collegiate aviation academic leadership position* 197 38 (19.3%)
*Chair, Dean, Director
Note. Data obtained from Luedtke (2019).
Table 6
2010 Women in aviation higher education
Total Women
Collegiate aviation faculty 434 35 (8.1%)
Collegiate aviation academic leadership position* 84 10 (11.9%)
*Chair, Dean, Director
Note. Data obtained from Ison (2010).
27
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
AVIATION GOVERNMENT ORGANIZATIONS
The following data was collected from the Office of Personnel Management (Office of Personnel Management
[OPM], 2021). The numbers represent total employment at the organizations.
Table 7
2020 Aviation Government Organizations Employment % Women
Total Women % Women
FAA employees 45,003 10,416 23.1%
NTSB employees 407 163 40.0%
TSA employees 60,567 24,797 40.9%
NASA employees 17,728 6,099 34.4%
Note. Data obtained from September 2020 OPM
Figure 17
2016-2020 Percent Women Aviation Government Organizations Employees
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
2016 2017 2018 2019 2020
FAA NTSB TSA NASA
Percentage of Women Employees
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
2016 2017 2018 2019 2020
FAA NTSB TSA NASA
Percentage of Women Employees
Note. Data obtained from OPM.
28
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
APPENDIX A
METHODOLOGY
The purpose of the report is to present data on the number of women and members of underrepresented
groups employed in a variety of aviation occupations. This will provide a better understanding of the gaps
in employment to assist in outreach, recruitment, advancement, and retention efforts. In addition, the report
provides a baseline to establish and monitor trends in the workforce. Data searches were conducted to collect
data from publicly available sources. Given the data challenges, data sources such as the Bureau of Labor
Statistics and member participation in aviation specific professional groups have been targeted to attempt
to fill these gaps. When able, data from multiple sources are provided. When multiple sources existed, those
sources were each presented. The author does not make a determination of the best indicator but instead
presents the data sources available. Other sources utilized when publicly available data were not accessible
included contacting professional organizations. Sources of data are noted in the report.
29
Women in Aviation: A Workforce Report | 2021 Edition 2021 Edition | Women in Aviation: A Workforce Report
REFERENCES
American Association of Airport Executives. (2021). About AAAE. https://www.aaae.org/aaae/AAAEMBR/
About/AAAEMemberResponsive/About_AAAE/About_AAAE.aspx?hkey=17fa23bc-bfe6-4589-9c8b-
c362c1e7c303
Boeing. (2021). Diversity, equity, and inclusion report. https://www.boeing.com/principles/diversity-and-
inclusion/annual-report/
Bureau of Labor Statistics. (2020). Employed persons by detailed occupation, sex, race, and Hispanic or Latino
ethnicity. https://www.bls.gov/cps/cpsaat11.pdf
Bureau of Labor Statistics. (n.d.) . Labor force statistics from the current population survey. https://www.bls.
gov/cps/tables.htm
Department of Transportation. (2021). Workforce statistics archive. https://www.transportation.gov/assistant-
secretary-administration/human-resources/workforce-statistics-archive
Federal Aviation Administration. (2021). U.S. civil airmen statistics. https://www.faa.gov/data_research/
aviation_data_statistics/civil_airmen_statistics/
Gorlin, I., & Bridges, D. (2021). Aviation Culture: a ‘Glass Sky’ for Women Pilots - Literature Review.
International Journal of Aviation, Aeronautics, and Aerospace, 8(2). https://doi.org/10.15394/
ijaaa.2021.1587
Harper, L. (2020). Women have 14% of top airline jobs in slow trend towards parity. https://www.flightglobal.
com/strategy/women-have-14-of-top-airline-jobs-in-slow-trend-towards-parity/140823.article
International Society of Women Airline Pilots. (2021). How major airlines are measuring up on gender equality
in the flight deck. https://isa21.org/media/
Ison, D. C. (2010). The Future of Women in Aviation: Trends in Participation in Postsecondary Aviation
Education. Journal of Aviation/Aerospace Education & Research, 19(3). http://commons.erau.edu/
jaaer/vol19/iss3/8
Korn Ferry. (2020). Soaring through the glass ceiling: Taking the global aviation and aerospace industry to
new heights through diversity and inclusion. https://infokf.kornferry.com/rs/494-VUC-482/images/
Soaring_through_the_glass_ceiling_FINAL.pdf
Luedtke, J. (2019). Women in aviation higher education. [White paper].
Lutte, R. (2019). Women in aviation: A workforce report. University of Nebraska at Omaha. https://www.
researchgate.net/publication/333855943_Women_in_Aviation_A_Workforce_Report
30
Women in Aviation: A Workforce Report | 2021 Edition
Lutte, R. (2020). Women in Aviation Survey Results. https://www.researchgate.net/publication/342397027_
WAI_Conference_2020_Lutte_Presentation_of_Women_in_Aviation_Survey_Results
Lutte, R. (2021). Testimony Before the United States House of Representatives Committee on Transportation
and Infrastructure Subcommittee on Aviation on Bridging the Gap: Improving Diversity and Inclusion
in the US Aviation Workforce. https://www.researchgate.net/publication/353886971_Lutte_
Congressional_testimony_includes_data_on_underrepresented_groups_in_aviation_House_
Commitee_on_Transportation_Infrastructure_Aviation_Subcommittee_Hearing_Bridging_the_Gap_
Improving_Diversity_an
Madgavkar, A., White, O. Krishnan, M., Mahajan, D., Azcue, X. (2020). COVID-19 and gender equality:
Countering the regressive effects. McKinsey Global Institute. https://www.mckinsey.com/featured-
insights/future-of-work/covid-19-and-gender-equality-countering-the-regressive-effects#
McKinsey & Company. (2020). Women in the workplace 2020. https://leanin.org/women-in-the-workplace-
report-2020
Office of Management and Budget. (2018). Standard occupational classification manual. https://www.bls.
gov/soc/2018/soc_2018_manual.pdf
Office of Personnel Management. (2021). Federal workforce data (Year-to Year employment trend). https://
www.fedscope.opm.gov/
Oliver Wyman & International Aviation Womens Association. (2021). Lift off to leadership: Advancing women
in aviation. https://www.oliverwyman.com/content/dam/oliver-wyman/v2/publications/2021/IAWA_
OW_Women%20in%20Aviation_FINAL_Copy.pdf
Stevenson, L., Cuevas, H.M., Rivera, K.K., Kirkpatrick, K.S., Aguiar, M.D., & Albelo, J.L.D. (2021). Women’s
Perceptions of the Aviation Workplace: An Exploratory Study. Collegiate Aviation Review International,
39(1), 42-63. http://ojs.library.okstate.edu/osu/index.php/CARI/article/view/8091/7475
United States Air Force, (2021). Diversity Report: Report of inquiry (S8918P) disparity review. Inspector
General Department of the Air Force.
Węziak-Białowolska, D; Białowolski, P; Mordukhovich, I & McNeely, E. (2020) Work, Gender, and
Sexual Harassment on the Frontlines of Commercial Travel: A Cross-Sectional Study of Flight
Crew Well-Being, The International Journal of Aerospace Psychology, 30:3-4, 171-189, DOI:
10.1080/24721840.2020.1796488
Women in Aviation: A Workforce Report | 2021 Edition
The University of Nebraska does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation,
gender identity, religion, disabilit y, age, genetic information, veteran status, marital status, and/or political affiliation in its programs,
activities, or employment. UNO is an A A/EEO/ADA institution. For questions, accommodations, or assistance please call/contact the
Title IX/ADA/504 Coordinator (phone: 402.554.3490 or T TY 402.554.2978) or the Accessibility Services Center (phone: 402.554.2872).
Dr. Scott Tarry, Director
Aviation Institute
University of Nebraska at Omaha
6001 Dodge Street, Omaha, NE 68182
402.554.3424 | aviation.unomaha.edu
